Home

Any problem can be resolved!

David Burton
Barrister – Employment Law

David Burton - is a specialist employment law barrister.

David is proud to have been one of two partners of one of the first eleven law firms in New Zealand approved to provide employment law services to Government and the public sector.

He acts for a wide range of employer clients, both in the private and public sectors. He also acts for employee clients.

While based in Wellington and the Wairarapa, David is able to provide his services to clients throughout New Zealand and internationally.

David Burton

Proud to have been a partner of Cullen - The Employment Law Firm, one of the first eleven law firms in New Zealand approved to provide employment law services to Government and the public sector.

Wairarapa and Wellington

Services

I have an extensive history of assisting and representing employers in a wide range of situations including employment relationship problems, performance management issues, employment law compliance and corporate support.

With over 30 years of experience in employment law, I am able to provide high end support to commercial and public service clients.

I am a very experienced employment law professional possessing an invaluable depth of business expertise.

Employment Relationship Problems
Managing Performance
Individual/Collective Employment Agreements and Contractor Agreements
Collective Bargaining and Industrial Action
Investigations
Restructuring and Redundancy – “Change Processes”
Employment Law Compliance
Dispute Resolution

More Information

With my focus on business clients, I have a wealth of knowledge of employment practices and the laws relating to rights employees can expect to enjoy in the workplace.

Employment Relationship Problems
Performance Management Issues
Individual/Collective Employment Agreements and Contractor Agreements
Collective Bargaining and
industrial action
Bullying and Harassment
Health and Safety
Restructuring and Redundancy
Your rights

More Information

Investigations can be complex and time consuming. Deciding on the best approach can be challenging for an organisation. It is not a requirement to use an independent investigator, as long as the person who gathers the facts/does the investigation is neutral, doesn’t take sides, and considers all information in a balanced way. Using someone experienced and external to the organisation to gather the facts and present these in a balanced way is a useful process, particularly if there is a risk that the investigation may later be scrutinised by the Employment Relations Authority.

More Information

Contact